The document describes a leadership development curriculum with four phases. Phase 1 focuses on building trust and conflict resolution skills through virtual modules and coaching training. Phase 2 adds modules on collaboration and driving performance, along with social styles training. Phase 3 covers vision setting, performance management, and delegation. Phase 4 helps participants adapt to change and develop HR skills. Each phase expects participants to complete modules and apply skills before advancing, with outcomes validated by more senior leaders.

1. LEADERSHIP
DEVELOPMENT
PROCESS
Prepared by André Harrell

2. Note:
All information in this Leadership Management Development
Curriculum is based on fictitious assumptions. This plan is
designed to demonstrate AH2 Management capabilities to
construct an effective LMDC that meets your centers of
excellence needs.

3. CURRICULUM OVERVIEW
1. LMDC General Information LMDC Overview
LMDC Process Tree
Roles and Responsibilities
On-site Training Descriptions
2. LMDC Competency Development Leadership Management Competencies
Phase I Expected Outcomes
Phase II Expected Outcomes
Phase III Expected Outcomes
Career Development Plan

4. CURRICULUM OVERVIEW
LMDC OVERVIEW
The Leadership tools to successfully prepare leadership candidates to take on larger roles and
responsibilities. The LMDC is designed to be the industry gold standard for preparing candidates for
increased leadership opportunities. This succession planning process has developmental opportunities
and s. This infrastructure should involve input from internal departments that have direct impact on
the succession planning process.
Coaches &
Develops People
Collaborates
Across Boundaries
Drives
Performance
Fosters Innovation
and Continuous
Improvement
Inspires and
Motivates
Lives The Values
Manages Business
Complexity
Sets Strategy and
Direction
The LMDC is focused totally on the development of the Reps/Directors job competencies below.
Developing a unique combination of online/zoom training, classroom instruction/seminars
and on the job training will maximize developmental opportunities while minimizing impact on field time.
These learning opportunities allow participants to immediately apply their newly acquired knowledge and skills
to everyday business situations.

5. CURRICULUM OVERVIEW
LMDC Process Tree
PHASE I
Virtual Modules
wBuilding Trust
wGuiding Conflict Resolution
wValuing Differences
wPreparing Others for Success
Advance Coaching Model
wTraining Assignment
wRun a quarterly meeting
PHASE II
Virtual Modules
wSkills for Building
Commitment
wLeading Successful Meetings
wFacilitating Improved
Performance
• “Chameleon Leadership
Training”/Social Styles &
Versatility
• Influencing & Negotiation
• Conflict Management
• Crisis Management
wTraining/Coaching
Assignment
PHASE III
Virtual Modules
wVision Setting
wPerformance Planning-
Setting Expectations
wDelegating For Productivity
& Growth
Writing Effective Feedback
(FCR) (Scenario Based)
§ Running a Division
§ P&L Management
• Project Mgmt Training
• Building Team
Infrastructure
• Training/Recruiting &
Selection Training
PHASE IV
Virtual Modules
wHelping Others Adapt to
Change
wHR Management Training
Leadership Competency
Development Seminar
wTraining Assignment
wRun a quarterly
competencies meeting
New Hire Transition
Product/Marketing Training
wOrientation Session
wPlaybook Review
HOME OFFICE PRODUCT
TRAINING/LEAD DEV
Training
wNew Management Training
Assignment
3 Weeks
Real Time
Application
Training
Virtual Training
Classroom Training
On The Job

6. CURRICULUM OVERVIEW
ROLES AND RESPONSIBILITIES
1st Line MANAGERS are responsible for:
• Stating their interest in becoming Directors, Sr. Directors
• Meeting requirements to participate in the LMDC Process
• Maximizing all virtual, classroom, and on the job training opportunities to develop the competencies
• Staying on top of their own CDP (Career Development Plans)
DIRECTORS:
• Using the LMDC Resource Guide during coaching sessions with Vice Presidents desiring to be Sr. Directors, as well as
updating their management development needs
• Using the LMDC Resource to validate progress after each learning opportunity
• Using the LMDC Resources guide to facilitate dialogue with VPs on career development plans
VICE PRESIDENTS:
• Using the LMDC Resource Guide during coaching sessions with CEOs desiring to be Sr. VPs of Sales, Marketing,
Operations, as well as updating their management development needs
• Using the LMDC Resource to validate progress after each learning opportunity
• Using the LMDC Resources guide to facilitate dialogue with CEO on career development plans

7. CURRICULUM DESCRIPTIONS
Advanced Coaching Model Training
•Occurs in Phase I of the LMDC
•Participants will master a highly effective coaching process that is simple to understand and apply
•Increase the quantity and quality of coaching conversations
•Learn to clearly define and agree on goals with employees and hold them accountable for their attainment
Social Styles & Conflict Resolution
•Occurs in Phase II of the LMDC
•Participants will: identify their own Social Style, Identify the Social Style of Others, and how to modify their behavior to work more
effectively with different social styles. Participants will also apply tactics for conflict resolution
Writing Effective Feedback (FCR) (Scenario Based)
•Occurs in Phase III of the LMDC
•Coaching field application best practices and the ability to write Real Time Coaching reports to increase productivity
Competency Development Seminar
•Occurs in Phase IV of the LMDC

8. PHASE 1 EXPECTED OUTCOMES
It is recommended that newly promoted participants completes the below learning opportunities before they
are to move on to Phase II. Outcomes listed are not exhaustive, rather they provide examples of what good
looks like, and discussions can include other behavioral examples in addition to those listed.
Phase I
Primary Learning Opportunities
Phase I
Expected Outcome Examples Validated by Dir/VP/CEO
Additional Learning
Opportunities
Virtual Learning Prerequisites
(click to link to Virtual)
wSkills For Building Commitment
wValuing Differences
wPreparing Others for Success
wLeading Successful Meetings
LMDC Participant demonstrated objectives outlined in the Key Concept
Review
wKey Concept Review: Skills For Building Commitment
wKey Concept Review: Valuing Differences
wKey Concept Review: Preparing Others for Success
wKey Concept Review: Leading Successful Meetings
See Additional courses
within LMS
ZOOM/Classroom Training
w1-on-1 Coaching Model Training
wLMDC participant can recite and demonstrate the key concepts of the 1-
on-1 Coaching Model
wLMDC participant adapted the Coaching Model concepts during role-plays
and scenarios
wLMDC participant passed all certification exams (I.e., teach back & written
exam) illustrating their knowledge of the 1-on-1 Coaching Concepts.
On The Job Training wLMDC participant has delivered strong sales results and continues on
developmental path
wCandidate has demonstrated initial use of the coaching/training tools

9. PHASE 2 EXPECTED OUTCOMES
It is recommended that newly promoted participants completes the below learning opportunities before
they are to move on to Phase III. Outcomes listed are not exhaustive, rather they provide examples of what
good looks like, and discussions can include other behavioral examples in addition to those listed.
Phase II
Primary Learning Opportunities
Phase II
Expected Outcome Examples Validated by Dir/VP/CEO
Additional Learning
Opportunities
Virtual Learning Prerequisites
(click to link to Virtual)
wBuilding Trust
wGuiding Conflict Resolution
wFacilitating Improved Performance
LMDC Participant demonstrated objectives outlined in the Key Concept Review
wKey Concept Review: Building Trust
wKey Concept Review: Guiding Conflict Resolution
wKey Concept Review: Facilitating Improved Performance
See Additional courses
within LMS
Classroom Training
wSocial Style Versatility & Conflict Management
wLMDC participant demonstrated ability to manage conflict in a group setting
wLMDC participant demonstrated the ability to modify his/her social style to
facilitate improved performance during coaching exercise
wLMDC participant demonstrated the ability to modify his/her social style during
sales interactions with customers.
Attend consortium courses
and document resulting
skills
On The Job Training wSuccessfully coached a group of new sales representatives to learn new product
information as observed by the sales trainers/sales training managers.
wIdentify performance issues, involved appropriate sales trainers, managers etc, and
made appropriate recommendations to address issues.
Additional field-based
coaching on defined needs

10. PHASE 3 EXPECTED OUTCOMES
It is recommended that newly promoted participants completes the below learning opportunities before they
are to move on to Phase IV. Outcomes listed are not exhaustive, rather they provide examples of what good
looks like, and discussions can include other behavioral examples in addition to those listed.
Phase III
Primary Learning Opportunities
Phase III
Expected Outcome Examples Validated by Dir/VP/CEO
Additional Learning
Opportunities
Virtual Learning Prerequisites
(click to link to Virtual)
wPerformance Planning & Setting Expectations
wDelegating for Productivity and Growth
LMDC Participant demonstrated objectives outlined in the Key Concept
Review
wKey Concept Review: Performance Planning & Setting Expectations
wKey Concept Review: Delegating for Productivity & Growth
See Additional courses
within LMS
Classroom Training
wWriting Effective Feedback (FCR)
wLMDC participant understands the importance of writing effective feedback and can
articulate the key areas to writing effective feedback
wLMDC participant’s FCR’s are now more concise and offer tangible examples for reader to
understand.
wLMDC participant understands and has implemented concrete action plans that are
specific and realistic.
Attend effective feedback
writing consortium
courses
On The Job Training wFeedback from participants manager that their FCR’s are clearer, concise and specific.
wInteractions and Dialogue has improved with participant and their representatives due to
coaching from written feedback.
Additional field-based
coaching on defined
needs

11. PHASE 4 EXPECTED OUTCOMES
Phase III
Primary Learning Opportunities
Phase III
Expected Outcome Examples Validated by Dir/VP/CEO
Additional Learning
Opportunities
Virtual Learning Prerequisites
(click to link to Virtual)
wHelping others adapt to change
wHR Management Training
LMDC Participant demonstrated objectives outlined in the Key Concept
Review
wKey Concept Review: Helping others adapt to change
wKey Concept Review: HR Management Training
See Additional courses
within LMS
Classroom Training
wCompetency Development Seminar
wLMDC participant demonstrated significant and consistent improvement of developmental
zones (provide examples)
wLMDC participant demonstrated significant and consistent use of identified strengths to
drive business results, develop people, and build the success of the region
On The Job Training
w Utilize Competency Guide for updated training
offerings and seminars
wLMDC participant demonstrated ability to help others adapt to change and serve as a catalyst
for positive change.
wLMDC participant articulated the corrective action process and the role of HR and
management.
wLMDC participant clearly articulated own strengths and areas for development.
Review competency guide
for appropriate
seminars/books or
meetings to review

12. THE LEADERSHIP
COURSE

13. COURSE OUTLINE
DAY/TIME ACTIVITY NOTES MATERIALS
Day 1
1 hour
½ hour
• Welcome & Introductions/Mini Ice Breaker (“Let
Me Introduce You”)
• Opening remarks
• Leader-Led Discussion
• Exercise: The “I’s” Have It!
Welcome participants/Brief Bio of Myself
Mini-Ice Breaker-Everyone introduces themselves
(What do you want to get out of this program?)
Andre’ provides commentary on “What is Leadership”?, “What are our
perceptions of Leaders/Leadership”? “What defines Leadership”? (A very
overused term)
What are some characteristics a “Leader”? Discussion on the
characteristics/attributes.
TBD
Day 2
1 hour
½ hour
• Welcome
• Why Is “Humility” An Important Trait?
o Sense of Self
o Self-Confidence
o Servant
o Transparency
o Integrity
o Listening Skills
• 3 Main Kinds of Leaders
o Autocratic
o Passive
o Pragmatic
• Exercise: “Leaders I Have Known”
Have participants write down on paper their thoughts on “Humility” (i.e.
qualities, strengths etc about the virtues of humility) (5 minutes)
Flip Chart Answers
Andre’ Provides Commentary (breaks down each component/illicit audience
participation)
Andre’ Provides Commentary (breaks down each component/illicit audience
participation)
Participants will be asked to identify “leaders” in their lives or persons familiar
to them. Write down on paper what makes them a leader, and what have they
learned from them.
TBD

14. COURSE OUTLINE
DAY/TIME ACTIVITY NOTES MATERIALS
Day 3
1 hour
½ hour
• Welcome
• Mechanics Of Leadership
o Influence
o Leading By Example
o First Impressions
o Substance
o Mentorship
o Follow Through
• Exercise: “Table Topics”
Andre’ Provides Commentary (breaks down each component/illicit audience
participation)
Participants will be required to think and speak on their feet. Fun way to
demonstrate off the cuff “Leadership Skills”.
TBD
Day 4
1 hour
½ hour
• Welcome
• Leadership THROUGH people
o The 5 Levels Of Leadership
o Taking Inventory
o Directness versus Disrespect
o Giving Feedback
o Embracing Conflict
• Exercise: “Leadership Case Study”
Andre’ Provides Commentary (breaks down each component/illicit audience
participation)
Participants will complete “Leadership” case study in groups, spokesperson will
present findings/results to entire class.
TBD

15. COURSE OUTLINE
DAY/TIME ACTIVITY NOTES MATERIALS
Day 5
1 hour
½ hour
• Welcome
• Leadership Role-Play Day
• Course Wrap-Up
One-On-One Role-plays will demonstrate the mechanics of “Leadership”.
Role-Play scenarios will be presented.
Andre’ will give course wrap-up/closing comments.
TBD

16. THANK YOU!